1 / 32

The FIVE Dysfunctions of a T eam

The FIVE Dysfunctions of a T eam. Sherry Crum Ed Zuech. Leading Your Team. Got Dysfunction?. If members of a team do not trust each other they cannot be totally honest with each other. Absence of Trust. #1 – Absence of Trust. Teams members that lack trust…

hua
Download Presentation

The FIVE Dysfunctions of a T eam

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The FIVE Dysfunctions of a Team Sherry Crum Ed Zuech

  2. Leading Your Team

  3. Got Dysfunction?

  4. If members of a team do not trust each other they cannot be totally honest with each other Absence ofTrust

  5. #1 – Absence of Trust • Teams members that lack trust… • Conceal weaknesses and mistakes • Don’t ask for feedback or help • Hesitate to offer help to others • Jump to conclusions about intentions • Fail to recognize and utilize others’ skills • Waste time managing behaviors • Hold grudges • Dread meetings/spending time together

  6. Without trust people will not have healthy debates that are necessary to arrive at better thought through decisions Fear of Conflict Absence ofTrust

  7. #2 – Fear of Conflict • Teams that fear conflict… • Have boring meetings • Have environments where back channel politics and personal attacks thrive • Avoid controversial topics critical to success • Fail to tap into opinions and perspectives • Waste time with posturing and interpersonal risk management

  8. If the team has not aligned behind a decision, individual members who did not agree with the final decision will be less committed to it Lack of Commitment Fear of Conflict Absence ofTrust

  9. #3 – Lack of Commitment • Teams that fail to commit: • Do not have clear goals, directions and priorities • Spend excessive amounts of time analyzing situations • Frequently revisit the same conversation

  10. If team members are not committed to the course of action, they are less likely to feel accountable (or hold others accountable) Avoidance ofAccountability Lack of Commitment Fear of Conflict Absence ofTrust

  11. #4 – Avoidance of Accountability • Teams that avoid accountability… • Create resentment between members • Encourage mediocrity • Miss deadlines and key deliverables

  12. People who are not held accountable are less likely to care about the group results Inattention to Results Avoidance ofAccountability Lack of Commitment Fear of Conflict Absence ofTrust

  13. #5 – Inattention to Results • Teams that are not focused on results… • May be focused on team “status” • May be focused on individual careers/goals

  14. Overcoming Dysfunction How to become a functional team…

  15. #1 – Absence of Trust • Personal Histories Exercise • Team Effectiveness Exercise • Personality and Behavioral Preference Profiles • 360 –Degree Feedback • Experimental Team Exercises

  16. #2 – Fear of Conflict • Mining • Real-Time Permission • Other Tools

  17. #3 – Lack of Commitment • Cascading Messaging • Deadlines • Contingency and Worst-Case Scenario Analysis • Low-Risk Exposure Therapy

  18. #4 – Avoidance of Accountability • Publication of Goals and Standards • Simple and Regular Progress Reviews • Team Rewards

  19. #5 – Inattention to Results • Results-Based Rewards • Public Declaration of Results

  20. Overcoming Dysfunction The Role of Leaders and Members

  21. Trust - Leader • Demonstrate genuine vulnerability first • Create environment that does not punish vulnerability

  22. Trust - Members • Acknowledge someone is being vulnerable • Empathize • Open up, meet them half way • Support an environment that does not punish vulnerability • Provide honest feedback when asked • Know your own weaknesses

  23. Conflict - Leader • Avoid temptation to protect team members • Personally model appropriate conflict behavior

  24. Conflict - Members • Participate, keep it in the meeting • Share your thoughts • Don’t make it personal

  25. Commitment - Leader • Be comfortable with prospect of making wrong decisions • Push group for closure around issues and adherence to schedules

  26. Commitment - Members • Ask questions for more clarity • Participate in defining “realistic” timelines • Meet deadlines • Don’t suffer from “Analysis Paralysis”

  27. Accountability - Leader • Avoid creating an accountability vacuum • Encourage and allow team to serve as primary accountability mechanism • Serve as ultimate arbiter of discipline

  28. Accountability - Members • Self manage • Don’t look the other way • Keep team apprised of status • Share delays and missed deadlines in advance • Don’t make excuses • Ask for help with priorities

  29. Results - Leader • Set the tone for a focus on results • Be selfless and objective • Reserve recognition and rewards

  30. Results - Members • Be selfless and objective • There is no “I” in team

  31. 5 Dysfunctions of a Team Inattention to Results Avoidance ofAccountability Lack of Commitment Fear of Conflict Absence ofTrust

  32. What team are you on? How do we manage our multitude of priorities…

More Related